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Rosa, you have gone a good step farther than I have seen some in management and HR take this. Usually they make it a requirement for an immediate response (i.e. action/intervention) without any consideration for the impact and longer term effect upon the employee.
I also agree that cycling back to stage 1 is a good move. Once you get to stage 6, you are reaching points of no return.
Posted by: Steve Sherlock | March 16, 2006 at 01:04 PM
Great stuff. progressive discipline is usually not easy, however, you have laid out a very nice progression. yes, the goal of discipline is atleast two fold. `1. tp protect the business and 2. salvage the employee.
Posted by: Rocky | March 19, 2006 at 09:51 AM
I think you have outlined the perfect, compassionate methodolgy for employee discipline. So often, I am approached by inexperienced managers that want to jump straight to probation or termination. They are shocked when I suggest that I should put them on probation for not working through the issues more patiently with their employee, then they get the point that compassion and diligence are important elements of discipline (unless, of course, there has been a serious policy violation or abuse).
No employee should ever be surprised by any stage of discipline and if they are, then the manager has probably not done their job effectively.
I will share this outline with my staff.
Thanks.
Posted by: Rick Fuqua | March 20, 2006 at 09:53 AM